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The Next Shift: From Industrial to Intentional Leadership

For over a century, the Industrial Revolution shaped how organisations operated and how leaders led. It brought scale, efficiency, and a focus on processes — a mindset rooted in hierarchy, control, and predictability. That era served us well. But we are now in the throes of a different kind of revolution: a technological and human revolution that demands not just new tools, but a new way of thinking about leadership entirely.


The Industrial model is no longer fit for the complexity of today. We’re no longer managing factories and output. We’re convening ecosystems, shaping experiences, and building human-centred systems for learning, growth, and value creation. Senior leaders today face a crucial question: What kind of leadership will galvanise people, purpose, and performance in this new era?

 

AI in the Workplace: Opposing Views on the Future of Work

The role of Artificial Intelligence (AI) in the workplace is becoming a defining factor in how businesses evolve. AI isn’t just a trend—it’s a fundamental shift. While some see it as the key to unlocking untold productivity and innovation, others fear its capacity to displace workers and deepen societal divides. The year 2035 is fast approaching, and the decisions we make today will shape what tomorrow looks like for organisations and employees alike. As leaders, it’s imperative to examine both sides of the debate, to ensure that AI enhances the workplace without diminishing the human element that defines leadership.


AI: The Efficiency Revolution of 2035

Pro-AI Perspective

By 2035, AI could be integrated into every facet of our work, and the potential for efficiency gains is unprecedented. A 2020 McKinsey report projected that AI could add $13 trillion to the global economy by 2030. As we head toward 2035, we expect this number to be even higher. AI’s capacity to automate mundane, repetitive tasks frees up human workers to engage in more creative and strategic activities, boosting overall productivity. This is not just about replacing jobs but reshaping the way we work by allowing employees to focus on higher-order tasks that require emotional intelligence, strategic thinking, and innovation.

Source: McKinsey Global Institute, 2020


In 2035, AI will have evolved beyond automation. Leaders will use AI-driven insights to make more data-informed, strategic decisions. AI will help unlock new business opportunities, improve resource allocation, and support the creation of more personalised customer experiences. According to Accenture’s 2021 report, sectors like finance, healthcare, and retail are already seeing AI-driven benefits like cost savings, faster service, and greater innovation.

Source: Accenture, 2021


Counterpoint

Despite the optimistic outlook, there are significant challenges. As AI infiltrates the workplace, job displacement becomes an increasingly pressing concern. Research from Oxford Economics suggests that up to 20 million manufacturing jobs could be lost to robots by 2030, a number likely to rise as AI continues to advance. This isn't just a matter of routine roles being replaced; it's about the very structure of industries being redefined. In 2035, automation may have overtaken entire sectors, creating a workforce that may struggle to adapt to rapidly changing demands.

Source: Oxford Economics, 2019


Moreover, there is growing concern over AI’s ability to exacerbate inequality. As machines take over lower-skill jobs, those without the resources or education to upskill may find themselves left behind. In a world dominated by AI, those who are able to work alongside technology will thrive, while others will face economic uncertainty. The rise of AI could deepen the already widening gap between the "haves" and "have-nots," presenting a significant challenge for leaders in 2035. Will AI benefit only the few, or can we ensure its advantages are spread more equitably?

 

AI as a Leadership Test: Decision-Making Augmentation by 2035

Pro-AI Perspective

By 2035, AI will not replace leaders but will instead augment their ability to lead effectively. The true value of AI in leadership is its ability to process vast amounts of data, generate insights, and predict outcomes with speed and accuracy. According to an IBM CEO Study, 75% of top-performing executives are already using AI to make better decisions. AI will provide real-time feedback and predictive analytics, enabling leaders to navigate complex challenges, mitigate risks, and innovate faster than ever before.

Source: IBM CEO Study, 2021


With AI, leaders will have access to insights that were previously out of reach. By 2035, AI will have evolved to provide a deeper understanding of human behaviour, team dynamics, and market conditions. Leaders will use this information to drive better collaboration, boost employee engagement, and create more resilient organisations. AI will empower leaders to make decisions based on data, intuition, and ethics, creating a blend of human intelligence and machine precision that will define successful leadership in 2035.


Counterpoint

However, the use of AI in leadership also raises concerns about over-reliance on technology. Leadership is not simply about processing information; it’s about understanding human emotions, navigating ethical dilemmas, and making decisions in ambiguous, high-stakes situations. AI, no matter how advanced, cannot replicate the depth of emotional intelligence and moral judgement that great leaders possess. A 2020 study from the Journal of Business Ethics highlighted the risk of dehumanising leadership if we overly rely on AI to make decisions for us.


In 2035, leadership will still require human intuition, empathy, and adaptability. AI can assist in decision-making, but leaders will need to retain the ability to consider the nuances of a situation—something AI is not equipped to do. Furthermore, as AI systems are trained on data that reflect past biases, the risk of reinforcing outdated stereotypes or discriminatory practices remains a major concern.

 

Ethics and Accountability:

Who Owns the Decision in 2035?

Pro-AI Perspective

As we move into 2035, AI has the potential to introduce a new era of fairness and transparency. With AI algorithms making decisions based on data, there is less room for human bias in areas like hiring, promotion, and performance reviews. In fact, many companies are already using AI in recruitment to mitigate unconscious bias and create more diverse workplaces. According to Deloitte, AI has been proven to help organisations select candidates based on objective criteria, such as skills and experience, rather than subjective factors like gender or race.

Source: Deloitte, 2020


By 2035, leaders will be able to harness AI to create more transparent and equitable systems for evaluating employee performance, setting goals, and making promotion decisions. This is a positive shift in a world where discrimination can often be invisible but deeply ingrained.


Counterpoint

Yet, the issue of AI transparency remains a significant challenge. AI systems, by their very nature, are often opaque, and their decision-making processes can be difficult to understand. As AI becomes more integral to workplace decisions, questions arise about who is responsible when an AI system makes a mistake. If an algorithm denies a qualified applicant a job or provides an unfair performance review, who is held accountable—the company, the developers, or the machine itself? In 2035, these questions will only become more pressing, as AI’s role in workplace decision-making expands.


Moreover, while AI can reduce bias, it is still highly susceptible to the biases that exist in the data it is trained on. If the data reflects historical inequalities or flawed assumptions, AI can perpetuate these biases, exacerbating the very problems it seeks to solve. Leaders in 2035 must ensure that AI systems are designed to be transparent, explainable, and held to the highest ethical standards.

 

Leading Like It’s 2035: The Road Ahead

The future of work in 2035 will be shaped by the choices we make today. AI will be a powerful tool, but its implementation must be approached with both caution and vision. The key challenge for leaders will be to strike a balance between harnessing AI’s potential for productivity and innovation, while also safeguarding the human aspects of leadership that are essential for long-term success. AI should be seen not as a replacement for human intelligence, but as a partner—one that can augment decision-making, unlock new opportunities, and co-create efficiencies.


As we enter the 2030s, it’s clear that the workplace of tomorrow will be vastly different from today. But one thing remains certain: leadership in 2035 will still require human judgement, empathy, and accountability. While AI can provide insights and drive efficiencies, it is leaders who will be responsible for ensuring that these technologies are used ethically, transparently, and with fairness in mind and for the benefit of all.


In the end, the future of AI in the workplace isn't predetermined. As we move closer to 2035, leaders will need to make intentional decisions about how to integrate AI into their organisations in a way that enhances human potential, rather than diminishing it.


Which side are you on? The future of work is in your hands. How will you integrate AI into your leadership model to ensure it benefits all employees—without losing sight of the human values that are the bedrock of good leadership?


Leadership Now:

Three Decisions That Matter in the context of the Technology Revolution

As you engage with the ideas above, we invite you to consider these three pivotal decisions — decisions that define whether your leadership is future-ready or rooted in outdated defaults:


  1. From Control to Intentional Culture

    How are you building cultures of contribution — where people choose to bring their best, not because they’re told to, but because they’re connected to something meaningful?


  2. From Growth for Growth’s Sake to Growth with Direction

    What does quality growth look like for your organisation? Are you scaling what truly matters — impact, talent, relevance?


  3. From Lone Heroes to Leadership Communities

    Who do you surround yourself with? Are you building leadership circles that fuel learning, challenge assumptions, and energise your direction?


An Invitation

We’re hosting a gathering of leaders at a special edition of SBI Catalyst Connect, to explore these questions and how we can each shift from managing legacy to galvanising the future. If this resonates, let us know nadeira.karriem@sbinstitute.co.za 


Let’s not just adapt. Let’s design.


Sources:

  1. McKinsey Global Institute, 2020: The Future of Work: How AI Will Transform Work in the Coming Decade

  2. Accenture, 2021: How AI is Transforming Business

  3. Oxford Economics, 2019: How Robots Will Replace Human Jobs

  4. IBM CEO Study, 2021: CEO Insights on AI

  5. Harvard Business Review, 2020: How Leaders Should Handle AI

  6. Journal of Business Ethics, 2020: The Ethical Implications of AI

  7. Deloitte, 2020: AI and Diversity in Hiring

  8. AI Now Institute, 2019: Accountability in AI Systems

 

 
 
 

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